Business Performance Management

The original idea behind the acquisition of skype by eBay was to add value to the company's core operations by combining PC-based voice calls with online auction website’s which would boost communication between buyers and sellers. Even though this seems as a well though trough idea, eBay seemed to have bought Skype without implementing a strategy how to incorporate both systems. The most important flaw was the lack of clarity for its users. The Skype contact option could possible get more play if people actually knew about it and if eBay spent time on promotion. eBay's leadership never saw fit to aggressively bring the eBay, Skype and Paypal systems together. Examples of how to fix this could be simple and at very little engineering effort or cash cost. For example by adding a couple of strategically placed "call me now" or "send a few bucks" icons could make a big difference.

Even a couple of quasi-discreet "call me now" and "send a few bucks" icons in strategic locations could make a world of difference, at very little engineering effort or cash cost.

More information begets more trust, which then leads to more completed transactions, goes the theory.
I suppose it could have worked, but that would have required an effort from the various management and engineering teams involved. Heck, call up the marketing department, too. Unfortunately, there never seemed to be a whole lot of that action going on. eBay seems to have bought Skype and set it on auto-pilot (destination: nowhere) almost immediately.
Go to ebay.com today and look around, and you'll find Skype getting equal billing to low-profile or low-profit luminaries like karmic micro-investment service MicroPlace and semi-social bookmarking application StumbleUpon. Those are hardly revenue or profit drivers for eBay in any meaningful way. Perhaps the Skype contact option would get more play if people…...

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PERFORMANCE MANAGEMENT SYSTEM AND ITS IMPACT ON ORGANIZATIONAL EFFICIENCY
LITERATURE REVIEW
Performance management comprises all activities that guarantee that organizational objectives are constantly being attained in an efficient and effective manner. Normally, performance management focuses on the organizational performance, employees, departments and to some extent the processes that are usually employed to build a service or product, as well as other key areas of an organization (Izadpanah et al., 2012).
In this competitive market, every company want s upgrades their marketing strategies and prepares their business mission and vision in order to carry out their business in the long run. In the age of rapidly changing competition and technological advances, the business process is interwoven with some hard realities. These challenges are manifested in competitions from volatile and unknown entity from an unknown corner of the world, unstable customers’ preferences, stringent labour laws, international standards and swift economic and political changes. All these taken together, compel the corporate world to work in a war zone to acquire and retain more customers and stabilize their business (Pradhan et al., 2012).
A performance management system is the key factor used in determining whether an organization can manage its human resources and talent effectively. Performance management provides information on who should be trained and...

...discusses about some of the best practises when it comes to performance management in an organization. Some of the key practises discussed in the paper would be:
• Setting up effective goals
• Panning and continuous monitoring of the execution of the goals
• Refer to multiple sources of information and systems to extract the data on performance metrics
• Document and record the progress the observations and action items so that they can be referred for future use
• Adequate coaching and training to the management to handle the talent and manage their careers
• Appraising and rewarding policies to encourage and motivate the performers in the company
The paper looks to analyze a few case examples from various companies and relates them to the HR practises best creating a link between them. Finally it concludes by highlighting the current scenario and its challenges and recommends a few new methodologies in order to adapt and align with the changing business strategies.
Introduction:
Performance improvement with the role of performance management is probably the most talked about topic in today’s workplace. The question is that why suddenly the focus on performance management now. The ever increasing business pressure has compelled the organizations to become more effective and efficient and to execute better on business strategy.
While the Human Resource partners understand the importance of performance management they are constantly faced with multiple internal and......

...BUSINESS PERFORMANCE MANAGEMENT IN RETAIL INDUSTRY
ABSTRACT
The ability of businesses to drive sustained improvement in their performance is significantly hampered by the seven challenges (strategic misalignment, local optimization, uncompetitive reactions times, etc.). The situation is being continually exasperated due to the factors such as volatile economic and regulatory conditions, emerging management techniques, multi-organization business models and underutilized operational information.
In this research paper we are discussing as how BPM helps in resolving the above factors, BPM in retail industry and also about how business performance provides businesses with solutions that allow them to cost-effectively adopt the cultural changes to their management process by providing a systems infrastructure that spans the entire business, regardless of business unit or even enterprise boundaries.
KEYWORDS
Business Performance Management, Process Management, Business Intelligence, Enterprise Application Integration, Strategic Business management, Retail Business Performance Systems.
INTRODUCTION
In the face of an increasingly fast-paced business environment, many businesses struggle to anticipate, let alone meet, their stakeholders’ objectives. At the same time they are under increasing pressure to maintain strong corporate controls and offer greater degrees of transparency. Misaligned strategies, outdated plans and unreliable forecasts inhibit success. Many......

...Bringing the Balanced Scorecard to Life: The Microsoft Balanced Scorecard Framework
White Paper
By: Charles Bloomfield
Insightformation, Inc.
Published: May 2002
For the latest information, please see http://www.microsoft.com/business/bi/
Abstract
This paper describes the Microsoft® approach to developing and implementing a Balanced Scorecard for enterprise performance management. It presents basic information on the Balanced Scorecard performance management methodology, and identifies key business issues that must be addressed in developing and deploying a balanced scorecard. The paper then presents the Microsoft Balanced Scorecard Framework (BSCF)—a comprehensive set of techniques, tools, and best practices to speed scorecard implementation using toolsets with which organizations are familiar.
An extensive body of research and literature describing the Balanced Scorecard exists. That body of knowledge is constantly being expanded by The Balanced Scorecard Collaborative, Balanced Scorecard Institute, various consulting organizations, software companies, and client organizations. This paper cannot comprehensively cover such a complex topic or reflect accurately many of the nuances of scorecard development and implementation. Instead, it presents a basic conceptual overview of the Balanced Scorecard. Interested readers are encouraged to use the bibliography presented at the end of this paper as a guide to more detailed......

...Business performance management is a set of management and analytic processes that enables the management of an organization's performance to achieve one or more pre-selected goals. Synonyms for "business performance management" include "corporate performance management (CPM)"[1] and "enterprise performance management".[2][3]
Business performance management is contained within approaches to business process management.[4]
Business performance management has three main activities:
selection of goals,
consolidation of measurement information relevant to an organization’s progress against these goals, and
interventions made by managers in light of this information with a view to improving future performance against these goals.
Although presented here sequentially, typically all three activities will run concurrently, with interventions by managers affecting the choice of goals, the measurement information monitored, and the activities being undertaken by the organization.
Because business performance management activities in large organizations often involve the collation and reporting of large volumes of data, many software vendors, particularly those offering business intelligence tools, market products intended to assist in this process. As a result of this marketing effort, business performance management is often incorrectly understood as an activity that necessarily relies on software systems to work, and many definitions of business performance management......

...Performance Management
in the Public Sector
Public sector organisations may have the most ambitious plans for transforming services and delivering against government
targets, but if they don’t keep day-to-day activities tightly aligned to what actually matters, they’ll find themselves getting nowhere
fast.
About This Survey
The Advanced Performance Institute (API) research project, Strategic Performance Management in Government and Public Sector
Organisations – A Global Survey, is the largest and most comprehensive global study of government and public sector Performance
Management to date.
The reasons for conducting the survey were two-fold. Firstly, the Advanced Performance Institute noted an increasing number
of Performance Management initiatives across the public sector, but found the assessment of the results for these initiatives to
be more anecdotal than comprehensive (see Section 1: Survey Results). Secondly, the API intended not just to understand the
current state of affairs in public sector Performance Management, but also to glean information on what factors and behaviours
contribute to Performance Management success (see Section 2: Best Practices).
The extensive international study surveyed a wide cross-section of government and public sector organisations, including central
or federal government agencies, state and local government bodies, as well as national health organisations, police forces, fire and
rescue organisations, courts and education...

...Performance Management
Byron S. Salter
HRM/531
April 26, 2015
Dr. Deborah Burgess
TO: Traci Goldman, Manager, Atwood and Allen Consulting
FROM: Byron S. Salter
DATE: April 26, 2015
SUBJECT: Performance Management
Hello Traci,
I am delegated with the duty of developing a performance management plan, using the current organizational strategy to increase performance and identify performance gaps. Landslide Limousine is anticipating to have a -$50,000 revenue for the first year and expecting revenue growth of 5% each year. With 25 employees, Mr. Stonefield is estimating a 10% turnover rate annually for the business. It is essential to develop a performance plan to maximize performance and minimum the turnover rate. To develop a strategic performance plan, I will expound on the alignment of the performance management framework to the organizational business strategy and the organizational performance philosophy. I will also complete a job analysis process to identify the skills needed for the employees and define the methods for measuring the employee’s skills. Additionally, the performance management plan will include a process for addressing skill gaps and develop the approach for delivering effective performance feedback.
Performance Management Framework to the Organizational Strategy
According to Cascio (2013), “[p]erformance management requires willingness and a commitment to focus on improving performance at the level of the individual or team every day”......

...Corporation
Ray N. Olsen
TRW Corporation
Follow this and additional works at: http://digitalcommons.ilr.cornell.edu/cahrswp
Part of the Human Resources Management Commons
DigitalCommons@ILR is celebrating its 10th anniversary!
Please share your DigitalCommons@ILR story!
This Article is brought to you for free and open access by the Center for Advanced Human Resource Studies (CAHRS) at DigitalCommons@ILR. It
has been accepted for inclusion in CAHRS Working Paper Series by an authorized administrator of DigitalCommons@ILR. For more information,
please contact hlmdigital@cornell.edu.
Employee Compensation: Theory, Practice, and Evidence
Abstract
[Excerpt] As organizations continue to face mounting competitive pressures, they seek to do more with less
and do it with better quality. As goals for sales volume, profits, innovation, and quality are raised, employment
growth is often tightly controlled and in many cases, substantial cuts in employment have been made. To
accomplish more with fewer employees calls for effective management of human resources. Typically, the
employee compensation system, the focus of this chapter, plays a major role in efforts to manage human
resources better.
Keywords
employee, compensation, organization, profit, human, resource, manage, pay, market
Disciplines
Human Resources Management
Comments
Suggested Citation
Gerhart, B., Minkoff, H. B. & Olsen, R. N. (1995). Employee compensation: Theory, practice, and......

...Performance Management
HRM/531
August 24, 2015
Performance Management
This email serves as a recommendation for performance management for Landslide Limousine. The email was designed with the intent to increase performance at your organization based of your current business strategy, and the information the owner has provided Tracy. Looking at the organization there are many areas that can be improved and areas where performance management can increase. The new performance management plan will be based off of these areas. During Traci’s last phone conversation with Bradley Stonefield we were able to confirm key pieces of information to this performance plan. We know that the type of business is a Limousine service, and the business location is Austin Texas. We know that Bradley has a plan for 25 employees and he is predicting a 10% annual turnover rate. We know that he is expecting a -50,000 annual net revenue this year, with 5% growth for a couple of years. Ideally we would like to maximize performance to meet or exceed the 5% expected growth, and we would like to minimize the turnover rate to less than ten percent because turnover can be very costly. Aligning the performance management framework to the organization business strategy, Outlining the organizational performance philosophy, and detailing the job analysis, understanding the methods used for measuring an employee’s skills, outlining the process for addressing skills gaps, and outlining...

...Performance Management Plan
April Northern
HRM/531
March 24, 2014
Sherri Johnson
Performance Management Plan
Bollman Hotels based out of Minneapolis, Minnesota is looking to expand internationally into India for the first time. This move has resulted in several major changes for the organization. The organization currently has 25,000 employees. As a condition to moving over to India, Bollman Hotels is looking to increase its workforce by 20%.
The HR representative of Bollman Hotel chains, Jason Galvan has been advised and briefed on what employment laws and regulations to take into special consideration. Along with considering employment laws, compensation and benefits packages were recommended in accordance of the company expanding their business into another country.
The third phase of the Bollman Hotel chains expanding into another country is to develop a performance management plan. A performance management plan will allow the organization to access a plan to have all employees get the training that is necessary to perform their jobs well. The process of developing a performance plans includes aligning the performance management framework to the organizational business strategy, developing an organizational performance philosophy, and identifying the skills needed by employees by using a job analysis process. A performance management plan also includes a method of used for measuring the employee's skills, a process for addressing skills gaps, and an......

...Performance management is an integral business tool for managing people from all levels in an organisation.(Armstrong, 1994). Nowadays organisations integrate performance management systems into its business models as a key driver for the development of its employees. The employee is given a specific set of objectives over a set period of time usually annually and measured to see if employee has achieved desired outcomes. Such targets can be defined by current job description and desired outcome of performance over the set time period. (Potgieter, 2002). Each organisation can tailor and facilitate a wide and varied range of designs and methods of performance systems which will meet the objectives of the organisation.(Gunnigle, et al., 2002). Performance management can be described as tool for employee development with constructive feedback from an appraiser encouraging continuous improvement. This process should be frequent in helping employees set and achieve goals and in turn the appraiser identifying possible guidelines in an effective manner.
Performance management is a strategic and integrated approach that capitialises on employee performance and capabilities to achieve high levels of organisation performance by a continous process of reviews focusing on the future instead of the past. (Armstrong & Barron, 1998). Performance management is no longer a discrete event but rather a continuous process where performance appraisal is owned and driven by managers than......

...off the information provided to increase performance . Based on the information given I will create a performance management plan that will allow the business to increase performance and identify areas of improvement. Landslide Limosuine is looking to have about 25 employees and bring in 50,000 in annual revune . The plan needed for their business will have to be a plan that will maximize performance but minimize turn over . Through the plan the goal would be to keep turn over to a minimum of 10% or less . This goal is obtainable, will will just need to look at the information provided and form a plan.
1. Align the performance management framework to the business strategy
A great asset to performance management plans are the performance appraisals. In general, appraisal serves a twofold purpose: (1) to improve employees’ work performance by helping them realize and use their full potential in carrying out their firms’ missions, and (2) to provide information to employees and managers for use in making work-related decisions (Casico,2014). Appraisals are useful in helping the business make decisions regarding promotions , training , or termination of employment. Although there are other systems to measure the appraisals the management by objective process will be the most beneficial to the business. The MBO process allows the business to set objectives as well as what the standard will be for both the employee and management. The structure for the system should......

...Contents
Introduction:
Performance management system objective:
Performance management strategy:
Performance management plan:
Performance agreement:
Goal setting:
Psychological contracts
Job Description:
Coaching and social support:
Leadership
Engagement appraisal and assessment:
Feedback:
Employee satisfaction measurement:
Introduction:
Performance management systems, as set up and administered by HR functions, typically serve to rate the performance of individual employees and shape their behaviour towards superior performance for the next rating period. It plays an important role in evaluating the employee. In this journal I have tried to develop a performance management plan for sales employee in a project based company. Performance management is key to a successful business, but performance management doesn't just happen, nor is it an easy process. The essence of performance management lies in a) knowing the details of what you wish your employees to do and b) evaluating how well they do it. (Leonard, June 10, 2013).
Performance metrics are a critical ingredient of performance management, a discipline that aligns performance with strategy. Performance management develops IT to follow up execution of business strategy and help companies to attain their goals. Performance management is step by step process. That involves
1 creating strategy and plans
2. Monitoring the execution of those plans
3. Adjusting activity and objectives to achieve strategic...

...Journal of Management Research
ISSN 1941-899X
2014, Vol. 6, No. 4
Understanding Performance Indicators of
Organizational Achievement in Turkish Airline
Companies
Dilek Erdogan (Corresponding author)
Department of Aviation Management, Faculty of Aeronautics and Astronautics
Anadolu University, Eskisehir, Turkey
Tel: 90-222-321-3550 / 6984
E-mail: dilekc@anadolu.edu.tr
Ergun Kaya
Department of Management, Faculty of Business Administration
Anadolu University, Eskisehir, Turkey
Tel: 90-222-335-05-80/ 2544
Received: Sep. 16, 2014
doi:10.5296/jmr.v6i4.6355
E-mail: ergunk@anadolu.edu.tr
Accepted: Oct. 13, 2014
Published: October 13, 2014
URL: http://dx.doi.org/10.5296/jmr.v6i4.6355
Abstract
The aim of this study is to analyze performance indicators used by airline companies within
the framework of a performance and strategic management tool, namely, ’balanced scorecard
(BSC)’, and to assess its applicability in the airline business. Designed as a multiple case
study by collecting data from primary and secondary sources, the participants of this study
are scheduled airline businesses operating in Turkey. The airline companies have been found
to use similar performance indicators within the financial, customer-based, internal business
process, and learning/growth perspectives of BSC. Airline companies are recommended to
use BSC because it allows them to transform their strategies into measurable performance
indicators and to assess......

...system that is able to support the decision-making process by gathering, elaborating and analysing information (Neely et al., 2002)
“To improve performance you have to know what current performance is” (Armstrong and Baron, 2005: 29)
Performance management is a process which:
‘Contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance’
‘Establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure it is achieved’
Armstrong and Baron (2005: 2)
Top management need to focus on creating a high-performance culture (Armstrong, 2006)
Features and Concerns of Performance Management (Armstrong, 2006)
 Aims – performance improvement and personal development
 Strategic – concerned with how well the business functions in the longer term and with the creation of a culture of performance and continuous development
 Integrated – aligns individual goals and values with corporate goals and values
 Focus – on outcomes (results) and inputs (competencies)
 Management of expectations – helps individuals to understand their roles and what they are expected to achieve in terms of both outcomes and competency levels
 Measurement, feedback and review – concerned with measuring performance (‘if you can’t measure it you can’t manage it’), feedback to individuals (self-generated or provided by their manager) and the review of......